Six Week Training Schedule in Hotel

1. TRAINING Training is generally defined as "change in behavior" - yet, how many trainers and managers forget that, using the term training only as applicable to "skills training"? What about the human element? What about those very same people we want to "train"? What about their individual beliefs, backgrounds, ideas, needs and aspirations? In order to achieve long-term results through training, we must broaden our vision to include people development as part of our strategic planning. Although training covers a broad range of subjects under the three main categories (skills, attitude, knowledge), using the term "training" without linking it to "development" narrows our concept of the training function and leads us to failure.
When we limit our thinking, we fall into the trap of:
a. Classifying people into lots and categories
b. Thinking of "trainees" as robots expected to perform a job function
c. Dismissing the individual characteristics of people and the roles they play
d. Focusing only on "what needs to be done" without adequately preparing the trainees involved to accept and internalize what is being taught. We are dealing with human thoughts, feelings and reactions which must be given equal (if not more) attention than to the skill itself. We thus create a double-focus: people development and skills training. These two simultaneous objectives will give us the right balance and guide our actions to reach our goal. Training is one element many organizations and corporations consider when looking to advance people and offer promotions. Training and development it is an attempt to improve current or future employee performance by increasing an employees’ ability to perform through learning, usually by changing the employee’s attitude or increasing his or her